FACULTY SENATE

WVU TRANSFORMATION
TIMELINE
May 8, 2023
 BACKGROUND:
WVU TRANSFORMATION TIMELINE
ADDITIONAL TIMELINE INFORMATION
We will create a website with more detailed information on the academic program review
process and the reduction in force process.

The website will include links to template documentation that will be used throughout the
process.

The website will launch in mid-May.

 BOG RULE 4.7:
KEY PROVISIONS
KEY PROVISIONS OF BOG RULE 4.7
A Faculty RIF may occur in response to institutional reorganization as a result of a
Program Reduction or Program Discontinuation or a Financial Exigency.

A Faculty RIF may result in a tenured, tenure-track, teaching track or service-track

faculty member’s appointment being terminated.
KEY PROVISIONS OF BOG RULE 4.7
The Provost’s Office, Dean’s Office and departmental Chair, with assistance from Talent
and Culture and advice from the Office of General Counsel, will work collaboratively to
develop a RIF Plan. The plan will detail which faculty members will be asked to remain and
which will be subject to the RIF.

This review process will evaluate performance, knowledge and qualifications and
seniority of each faculty member within a program subjected to reduction or
discontinuation.

A RIF Review Committee shall consider and approve the RIF Plan before implementation
a Faculty RIF.

Members of the University RIF Review Committee include representatives from the
Provost’s Office, Strategic Initiatives and Talent and Culture with advice from the Office
of General Counsel.
KEY PROVISIONS OF BOG RULE 4.7
The University may offer a severance package to a faculty member who is impacted by a
RIF, if financially feasible.

If WVU offers a severance package, the University shall provide the employee 45
days from the date of receipt to consider the terms and conditions of the
agreement and to accept the severance package.

Additionally, after an employee executes a severance agreement, that employee

maintains the right to revoke that execution and void the severance agreement for
seven days after execution.

Any severance agreement shall contain a statement indicating that the faculty member
releases all claims against the University.

If a faculty member chooses not to execute a severance agreement, WVU still may move
forward with the RIF.
PROPOSED AMENDMENTS TO
BOG RULE 4.7
PROPOSED AMENDMENTS TO BOG RULE 4.7
Section 2.2

Clarifying that faculty should be involved in the academic review process, which could
lead to a RIF plan for that program, as opposed to the formulation of the actual RIF plan,
to ensure that faculty provide input early in the process.

Section 3.1

Eliminating the affirmative obligation to offer a first right of refusal to a RIF’d faculty
member of another faculty position that becomes vacant that the RIF’d faculty member is
qualified.

Replacing that language with the fact that RIF’d faculty members are encouraged to
apply for any new or open positions through the normal University hiring process.

Eliminating any potentially implied obligation of the University to retrain faculty members to
be qualified for other faculty positions.
PROPOSED AMENDMENTS TO BOG RULE 4.7
Section 3.2

Clarifying of the Dean’s role and the Office of the Provost’s role in the creation of the RIF
plan (i.e., the Dean’s Office and Provost’s Office will work together to create the RIF plan
for a program).

Clarifying that a RIF determination is made based upon a holistic assessment of the
three factors: performance, knowledge and qualifications and seniority.

Clarifying that seniority will be calculated by the length of service as defined by the rules
established for the calculation of years of service outlined in WVU BOG Talent and Culture
Rule 3.7 – Annual Increment.
PROPOSED AMENDMENTS TO BOG RULE 4.7
Section 3.3

Clarifying that all notifications will be communicated to faculty through their WVU email
account instead of regular mail.

Section 5.2

Eliminating: “Generally, the value of the severance package should be equivalent to one
year of the Faculty Member’s annual base pay.”

Replacing with: “The amount of severance that a Faculty Member may be offered will be
determined based upon a schedule approved by the Board.”

The original language is permissive and does not require that a severance package equate
to one year of salary (meaning 9-month faculty’s annual base salary). Through the notice
period and severance payments, the proposal severance schedule would allow an
individual to receive between eight and 10 months of pay.
PROPOSED AMENDMENTS TO BOG RULE 4.7
Section 6.9

Clarifying that Program Reduction may include reducing tenured, tenured-track or

certain faculty positions with multi-year contracts.
OVERVIEW OF FACULTY
SEVERANCE PACKAGE
INFORMATION
FACULTY SEVERANCE PACKAGE
Faculty severance packages are only available to tenured, tenure-track and teaching/
service-track faculty (regardless of contract end date).

Through the notice period and severance payments, an individual would receive between
eight and 10 months of pay. Note: Most faculty positions are nine-month positions.

Assuming a notice date of Oct. 16, 2023, with a contract end date of May 9, 2024,
faculty would have 30 weeks of notice.

We are finalizing a detailed faculty severance package schedule that will be

presented to the Board of Governors and subject to a public comment period.
Severance payments likely will range from two through 12 weeks of the faculty
member’s base salary, payable in biweekly installments, starting after May 9, 2024.

The specific amount would be calculated based upon faculty position type, years of
service and contract end dates.

If an individual leaves before their employment end date, they waive the right to their
severance payments.
FACULTY SEVERANCE PACKAGE
Research-Track, Library-Track and Lecturer

Non-renewal of appointment notification will be given as soon as possible, but a

minimum of 60-days’ notice will be provided if possible (for those ending in 2023) and in
the September/October timeline for those ending on May 9, 2024.

If less than 60 days before appointment end date, a limited short-term appointment
may be given to reach 60-days’ notice.

Employees in this job type are employed on annual appointments and are otherwise
employed at will. Severance will not be offered.
FACULTY SEVERANCE PACKAGE
Individuals Needed to Teach Out Beyond May 2024 – Retention Bonus

We would like to incentivize selected individuals to stay through end of the teach-out
period (approximately two to three additional years depending on the program).

All tenured, tenure-track and teaching/service-track faculty asked to remain through a

teach-out period (if they remain the entire time) will receive a retention bonus equivalent
up to 12 weeks of their base salary. This also will serve as their severance payment.

If an individual leaves before their employment end date, they waive the right to their
retention bonus.
PROPOSED AMENDMENTS TO BOG RULE 4.7
AND FACULTY SEVERANCE TIMELINE
DATE ACTION
During a BOG Meeting, we will recommend that the Board put the proposed
May 17 amendments to Rule 4.7 and the Faculty Severance Package Structure out
for a 30-day public comment period.
May 22 30-day public comment period begins.
June 21 30-day public comment period ends.
The public comments received and the University’s determination in response
~July 21 will be posted. The final version of Rule 4.7 and the Faculty Severance
Package Structure that will be presented to the BOG also will be posted.
BOG will vote on the proposed amendments to Rule 4.7 and the Faculty
~July 31
Severance Package Structure.

Visit policies.wvu.edu for more.

QUESTIONS?